Understanding your Ideal Candidates Presented by: Paul Hebert and Andre Boulais
Understanding your Ideal CandidatesPresented by: Paul Hebert and Andre Boulais
• All lines are muted to avoid background noise• Q&A will be through the ReadyTalk chat panel
and on Twitter using the hashtag #jvchat• Questions will be at the end of the presentation
Before we get started
Paul Hebert (@IncentIntel)• Interviewed by the BBC on executive motivation and pay• Columnist for IntrepidHR and contributing writer to Fistful of Talent blog• Host for the Enterprise Strategies Media Engagement Radio Show• Writer and founding member of the editorial advisory board at the HRExaminer
website• Quoted 3 times in USATODAY as an expert in incentives and channel travel programs• Contributing author of “Enterprise Engagement: The Textbook: A Roadmap to
Achieving Organizational Results Through People” • Contributing author of 3 books on social media “The Age of Conversation #1, #2, and
#3”• Social Media Editor for the Enterprise Engagement Alliance
Andre Boulais (@AndreJBoulais)Head of Engage Services for Jobvite Talent Acquisition leader with 10 years executive recruiting, management and strategyFormer Head of Global Sourcing during rapid growth cycle for the Salesforce Marketing Cloud • Saved $3.5M in 3 years from high-profile sourcing hires via Jobvite Engage• His outbound Sourcing team had a 46% response from passive candidates• Exceeding both Apple and Google’s Talent Acquisition teams by 50%
Public speaker and both nationally and internationally on social recruiting & talent sourcing best practices
Setting the Stage
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Talkin’ ‘Bout My GenerationGeneration Name Years Born Current Ages
The Silent Generation 1920s - 1940s 75 -95
Baby Boomers 1940s – 1960s Late 50s – Mid 70sGen X Late 1960s – Early 1980s Mid 30s – Late 50s
Millennials Early 1980s – Late 1990 Mid 20s – Mid 30sGen Z 1996 - ????? 20???
GenerationsUnlearning and Learning
What to unlearn
http://www.ftpress.com/articles/article.aspx?p=2416793&seqNum=4
Silent Generation Baby Boomers Generation X Generation Y
Core Values
Rule Followers Conformists, Discipline, Sacrifice, Duty, Hard Work, Responsibility,
Loyalty
Equal Rights, Equal Opportunities,
Personal Gratifications, Spend
Now - Pay Later
Diversity, Entrepreneurial,
Independent, Informal, Self-
Reliance, Cynicism
Overconfidence, Fun, Tolerance, Social, Tech
savvy
AttributesCommitted to employer, Financially conservative, Strong Work Ethic, Task-
oriented
Ambitious, Challenge Authority,
Competitive
Adaptable, Focus on Results, Free Agents, Self-Starters, Sense of Entitlement, Work to
Live
Attached to technology and
parents, Multicultural, Overindulged,
Innovative, Open to new ideas, Self-
Absorbed
Work Ethic
Dedicated, Work Hard and pay your dues
Driven, Quality, Long Hours
Balance, Work smarter not harder, Self-Reliant, Want
structure and direction
Ambitious, multitasking,
entrepreneurial
Technology Adapted Acquired Assimilated Integral
What to unlearn
http://www.ftpress.com/articles/article.aspx?p=2416793&seqNum=4
Silent Generation Baby Boomers Generation X Generation Y
Think work is... An obligation, a career An exciting adventure A difficult challenge, a "job" Like, really hard
What they bring to the workplace
Experience, dependable, disciplined, stable
Challenge the status quo, big picture, team
player, mission oriented.
Adapt well to change, determined, task
managers, multitaskers
Consumer mentality, collaborators, fast,
optimistic
Major problems they have at work
Don’t adapt well to change, avoid conflict, black and white
opinions
Expect everyone to be workaholics, don't like
change
Their cynicism can get really, really tedious,
impatient, lack people skills
Inexperienced, need supervision,
unreasonable expectations
Opinion of authority Respectful Impressed Unimpressed Indifferent
http://www.bankingexchange.com/management-topics/human-resources/item/5682-time-to-ditch-generational-thinking
• Born between 1995 and 2015
• Not just a birthright, but a choice
• Digital natives and/or “hyperconnectivity junkies”
• Technology is an invisible, ever-present part of their daily lives
• Accustomed to continual change
• Their expectations will radically change the business world
Gen Z is you and me
Leaders must be trustworthy
Everyone wants respect• Older individuals talked about respect in terms of “giving my opinions the
weight I believe they deserve”• Younger respondents say respect iz “listen to me, pay attention to what I have
to say.”
Nobody likes change• Research found people from all generations are uncomfortable with change• Resistance to change has nothing to do with age; it has to do with how much
you stand to gain or lose as a result of the change.
What to learn - All generations have similar values
http://www.amanet.org/training/articles/The-Myth-of-Generational-Differences-in-the-Workplace.aspx
Loyalty depends on context• Research shows the amount of time a worker puts in each day has
more to do with his or her level in the organization than with age. The higher the level, the more hours worked.
Everyone wants to learn• Learning and development were among the issues brought up most
frequently by all generations. • Everyone likes feedback.
What to learn - All generations have similar values
http://www.amanet.org/training/articles/The-Myth-of-Generational-Differences-in-the-Workplace.aspx
Real and unrealSometimes a choice not just a birthdayPart of bigger discussion and not the end game
Generations are…
Medium is the messageMarshall McLuhan
What to Learn and Focus on
http://www.ftpress.com/articles/article.aspx?p=2416793&seqNum=4
Silent Generation Baby Boomers Generation X Generation Y
How to communicate
One-on-one, "memo", good grammar
“Call me anytime!”, include in decisions,
emphasis on company mission
“Call me only at work.”, email, speak
their language, informal
“Text me.”, positive language, action
verbs, humor
Feedback and rewards
No news is good news, private recognition
Like monetary rewards and often
display all awards for public view, like
praise,
Want to be rewarded with time off, regular feedback, structured
coaching
Need frequent feedback, clear goals,
need/want recognition, flextime
Messages that motivate
“Your experience is respected.”
“You are valued and needed.”
“Do it your way.” "Forget the rules."
“This place is fun.”"You will work with
smart, creative people.
Understanding Your Company Culture
19© 2015-2016 Jobvite, Inc.
1 Generational differences aren’t enough when you’re building a balanced culture
Culture is the sum total of all employees
Employees are individual humans
MACRO Culture
Generational
Geographic
Department & Division
Company’s overall culture is the shared
elements of the micro-cultures
Overlap of Microcultures
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Understanding your culture is key to your competitors’ recruiting strategy
Understand Who You Are
Be Genuine
Play to your Strengths
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Why Should I Come Work for You?
© 2015-2016 Jobvite, Inc.
“45% of workers will jump ship for a new job even though they are happy in their current position.” - Jobvite 2015 National Job Seeker Report
“78% of business leaders rate retention and engagement urgent or important.” - Forbes
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Retaining top talent as important as attracting it
– User-centered Design– fictional characters
created to represent the different candidates
– Uses facts as well as educated guesses
– Creates a story about the candidate• History AND Future
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Building Personas
• Location• Age• Gender• Education• Relationship status• History of work• Interests• Anything else to round out the story
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Types of Elements to Consider
What are commonalities for top performers – are their similarities?– Education– Interests– Background– Etc.Are there elements of people who didn’t make it? Can we create a picture of someone who isn’t a good fit/perfomer?
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Research Your Company
Building a Team
First, create a foundation...
Then add the extras
Before choosing who…• Trust• Leadership/Direction/Mission• Defined Rules of Engagement
• Used to talk about roles – but we have a new world of transient leadership and multiple roles
• Ethics and Accountability• Freeloader problem
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Foundations
Diversity of thought and culture
Shared Experiences
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People Stuff
• Once personas are developed check team structure if you can• Do your teams show a distinct structure – do certain personas show up
in top teams vs. poor teams?• Think in terms of not only the persona that fits a role – but where that
role will plug into a team
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Review Teams
© 2015-2016 Jobvite, Inc.
1.Research Your CompanyWhat are commonalities for top performers – are their similarities?
– Education– Interests– Background
Are there elements of people who didn’t make it? Can we create a picture of someone who isn’t a good fit/performer?
How Jobvite Understood PersonasHow to Hire for Skill AND Culture
For Jobvite each Hire is More than a ResumeWe want to understand who you are as a person
Are you an:• Innovator• Builder• Industry-leader• Blogger/contributor to your field
We utilize our own technology to do our homework ahead of interviews
41© 2015-2016 Jobvite, Inc.
✓ Social Media Profiles
✓ Personal Web Sites and Blogs
✓ Notes on Interests
Today’s Candidate is So Much More Than a Resume
✓ Social Media Profiles
✓ Personal Web Sites and Blogs
✓ Notes on Interests
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Today’s Candidate is So Much More Than a Resume
© 2015-2016 Jobvite, Inc.
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It’s Imperative to Make an Impression When you Engage With Top Talent
How to Attract the Right PersonasMake a personal connection
• Have a Mobile-Optimized Solution
• Be where the Candidates Are
• Utilize Social Media
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Three Quick Tips to Attract Talent
© 2015-2016 Jobvite, Inc.
46© 2015-2016 Jobvite, Inc.
Utilize Social Media to Connect Across a Variety of Personas
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Personalize how you attract and communicate with key personas
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Tailor Customized Web Page Campaigns to your Targeted Personas
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Make an Impression by Texting a Link to a Customized Web Campaign
● Your Employees are your #1 Marketers
● Employees already have 10x more followers than the brand they work for
● Brand messages reach a whopping 561% further when shared by employees on social than when they’re shared via official company social channels
Unlock Your Company’s Hidden Weapon
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Employ your Executives, Hiring Managers and Employees to Attract Talent
Recruiting web campaigns can be dropped into any employee’s LinkedIn page.
Within seconds, they become recruiters!
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Amplify your Message Via Social Media
Watch your #recruiting
efforts become the next hot
hashtag
Jobvite Engage is the Marketing Automation tool for Recruiters
55© 2015-2016 Jobvite, Inc.
“For us, Jobvite Engage is the most comprehensive, and overall most advanced platform for finding and managing the best candidates.
It's easy to post broadcast our jobs across a number of traditional and social media sites, manage in-bound talent, work together as a team to interview & assess candidates, and ensure the people applying for jobs have a smooth and awesome experience."
- Director of Talent Acquisition, Tenable Network Security
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Stop Looking and Make Top Talent Come to YOU!
“We’ve seen a major improvement in the quality of candidates we’ve hired since adopting this new and improved email recruiting strategy.”
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Tie Recruiting to Global Events to Target Multiple Personas
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No Small Results with Engage
“The possibilities for social media are beginning to become endless on what we can accomplish, and we've only just begun using it!”
--Talent Leader at Bankrate.inc
“FYI, I received my first employee referral through the system 45 minutes after I sent my first Jobvite!”
--Head of Talent at G.A. West
GroupM Asia-Pacific took home trophies at Human Resources magazine’s first Asia Recruitment Awards 2015, including the overall
Grand Winner
“Jobvite Engage has helped us craft talent communications in a way that’s exciting and dynamic for our recruitment team and
candidates.” - GroupM APAC Talent Leader
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Are You Ready to Reinvent Your Recruiting Playbook?
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